Psychometric tests

Free Psychometric Tests & Questionnaires @ www.markparkinson.co.uk Psychometric tests & University admissions tests
Compiled by Dr Mark Parkinson - Business Psychologist.


"The most comprehensive list of practice psychometric tests & questionnaires available on the web. Essential preparation for graduates, job hunters and those revising for university entrance tests." UK Jobs Network.

"Without doubt the most comprehensive list of psychometric tests I've seen..."
Headstuck: The Psychology of Career Change.


"A very comprehensive directory comprising a huge range of various psychometric tests, providing an invaluable resource for students looking to practice before applying to consultancies." Consultancy Links.

"Whether a candidate or an HR specialist, I encourage you to take a moment to visit Mark Parkinsonís web page on practice psychometric and university admission tests."
Gower Publishing's Blog.

"... you can access a bunch of free tests at www.markparkinson.co.uk  More importantly, read Markís explanation & analysis of the different types of tests and their significance."
STEP Organisation.

... Website of the month. Publishers send me links to free tests on a regular basis, here's the LATEST good stuff from TalentLens... and something completely whacky from Reckitt & Benckiser - try their interactive character assessment: Insanely Driven!

Russian edition of How to Master Psychometric Tests So what's the purpose of this page, and what are (psychometric) tests? The idea is to provide you with the basics. In fact these are the questions I've been asked by journalists, and my answers. It's the what, why and how of testing. Note: This is now a stand-alone page, but it is regularly updated! (2014)

I've added links to hundreds of example tests and questionnaires, and to more recent developments like university admissions tests and situational judgement tests, plus some useful articles.

Graduate or executive selection test? University admissions test? Before you take an assessment you can find free psychometric test & questionnaire practice questions on many of the websites listed below. Using this material will not transform your abilities but it will increase your confidence. And the more confident you are, the more questions you will attempt and the better your results are likely to be.

Who uses tests? Psychometric testing is becoming increasingly common with up to 75% of medium to large sized organisations, and 95% of FTSE Top 100 companies, using tests or questionnaires during the recruitment process. Psychometrics, such as personality questionnaires and 360-degree (multi-rater) feedback systems, are also playing a growing part in graduate, management and leadership development, and appraisal & training.

Why do they use them? Well, assuming that you know what you want to measure, tests are a cost-effective, quick and objective way of assessing people - especially if you are faced with many hundreds or thousands of applicants. They reduce the risk of making the wrong selection decisions, and it can be argued, are a fairer way of selecting people as everyone gets the same chance to do their best.



What do tests measure? Tests are typically used for graduate or managerial level selection with verbal, numerical and abstract (non-verbal) reasoning being the most frequently assessed abilities. Try this test (PfS™). Personality 'tests' (more accurately described as questionnaires - they are not really tests as there are no 'right' or 'wrong' answers) are used less and tend to be administered at the interview, or Assessment Centre stage, after candidates have been sifted on the basis of their test results. They are often used to assess the 'Big Five' personality factors (O.C.E.A.N).

Tell me about the Big Five. Personality questionnaires provide information on how open we are to variety and new experiences (Openness), our consistency of performance and level of self-organisation (Conscientiousness), the way we relate to other people & the world (Extraversion), our tendency to value feelings and cooperate with others (Agreeableness), and the ways in which we control tension & emotion ('Neuroticism'). Want to know how you stand on the Big Five traits? Try this questionnaire (IPIP-NEO).

What's the Myers-Briggs Type Indicator®? This is the personality questionnaire that everyone seems to have heard about. It is based on four sets of preferences, relating to how you prefer to direct your energy (Extraversion-Introversion), process information (Sensing-INtuition), make decisions (Thinking-Feeling) and organise your life (Judging-Perceiving). Having completed the MBTI you end up with a four letter code (eg: ENFJ) that describes your personality. However, whilst this and similar 'type' questionnaires are extremely popular, they are not used to select people for jobs. Want to know your psychological type? Try this questionnaire (MMDI™).



And what about IQ? The tests that are used to select people for jobs are not IQ tests but are designed to see how you apply your intelligence. IQ is a general index of capability that is usually calculated as the ratio of your mental age (as measured by an intelligence test) to your actual (chronological) age, multiplied by 100. So if your mental age is the same as your actual age you will have an IQ of 100 (average), and if your mental age is greater than your actual age, your IQ will be greater than 100 etc. The highest recorded IQ score is 230. Currently the brainiest person is Kim Ung-Yong (ex-child prodigy) with a confirmed IQ of 210.

Alright, but how does this differ from 'emotional' intelligence? Completely different! Basically emotional intelligence (EI) concerns your ability to 'manage' your personality - or to put it another way, to bring thinking into how you feel (and understand what's going on inside yourself), and feeling into how you think and act with other people (being 'intelligent' about dealing with others at an emotional level). However claims that 90% of the performance of successful managers & leaders is down to EI are probably somewhat overcooked. Have a look at this article by Daniel Goleman.

Also, what are situational judgement tests? SJTs place candidates in a range of real-life scenarios designed to draw out their typical behaviour. Thus the test presents a succession of situations with a variety of associated responses. Candidates are asked to evaluate each of the possible responses and to indicate their effectiveness in dealing with the situation. These evaluations are then scored with reference to an ideal set of answers previously generated by subject matter experts. Click here for some examples.

What gets used the most? Looking at those employers that use psychometrics, the chances of encountering different types of tests and questionnaires are:

Use of Psychometrics - CIPD Recruitment Survey 2007
Note: The percentages are not mutually exclusive.

What's the bottom line? If you're talking about money, the latest research suggests that the productivity benefit that flows from using objective assessments (e.g. tests) is 1.7% of overall turnover. May not sound like much but 1.7% of a big number is also a sizeable number!

How are tests administered? Tests and questionnaires are traditionally delivered in paper-and-pencil format, or via a PC, and of course online psychometric testing is also becoming standard practice. However, the results from such 'remote' administrations are usually corroborated at the interview stage by additional tests and exercises.

What do the results mean? The results of ability tests are expressed in terms of percentiles, eg: you have scored at the 65%ile. What this means is that compared to a representative sample who have completed the test in the past, you have scored in the top 35%, or conversely, you have done better than 65% of the population. With trait-based personality questionnaires results are often described using a STEN (Standard Ten) scale: 4-7 fall into the 'average' range, and 1-3 & 8-10 are 'low' and 'high', respectively.



Do tests work? The two ways of knowing if a test works are to look at its reliability (accuracy) and validity (does it predict performance). Both of these can be quantified through correlations. Thus tests are expected to have reliabilities in excess of 0.7, a strong correlation meaning that each question is related to the overall score. As for validity, where we look at whether a test predicts, say, work performance, a good result is 0.5 or more. Note this does not mean that it works 50% (5/10) of the time! It indicates how much of performance (the criterion) is accounted for by the predictor, in this case the test.‡

What happens if I have a disability? If you think there are reasons why you may be disadvantaged by the use of psychometric tests you can look at the SHL best practice guidelines, or seek advice from the excellent RNIB (visual problems) and BPS Testing Centre (Dyslexia) guides.

And what's all this about university tests? A number of universities are employing tests such as the Law National Admissions Test (LNAT) and UK Clinical Aptitude Test (UKCAT), in addition to examination results, personal statements & interviews, to select candidates for competitive degree programmes such as law, medicine, dentistry and veterinary science.

University admissions tests are similar to those used in commercial settings, but may include knowledge-based components, or more specialised assessments such as the Decision Analysis Test (DAT). The DAT, which looks at how well a person can make informed judgements in situations of increasing complexity & ambiguity, is used in the medical school entry test, the UKCAT.

Useful books. One of the most popular books is How to Master Psychometric Tests (Revised 4th Edition now available! Read the latest review). This is a good primer for anyone who wants to know about tests and to have access to plenty of practice material. And for more great books, by a variety of authors, go to my secure Amazon bookstore. There are also many freely available articles on tests & testing, just try one of the organisations below.

Professional organisations & information sources:

  • British Psychological Society Online Testing Centre
  • Association for Business Psychology
  • Chartered Institute of Personnel and Development
  • People and Organisations @ Work.

  • Practice & example tests, online questionnaires and assessment centre exercises. All the websites on this page provide useful material - so for example if you're worried about numerical tests you will find plenty of practice questions. However for graduate & executive assessment you may like to start with those flagged: G; for university entrance: U (& the separate section at the bottom of the page); and for development: S. For more basic tests of aptitude and/or skill, try: B.

    More tests & questionnaires? As well as clicking on the extensive list below you can use Google Custom Search. This has been specially configured to look for additional psychometric tests and questionnaires.

  • Profiling for Success (Up-to-date composite ability test, free report) G, U
  • Saville Consulting ('Swift' analysis, comprehension & technical tests) G
  • Morrisby Organisation (Morrisby Profile aptitude tests) B
  • Pearson TalentLens (Range of ability tests)
  • Kogan Page (Range of ability tests)
  • The Guardian (Ability tests & team role questionnaire)
  • Cubiks (Range of ability tests) G
  • Kenexa (Range of up-to-date ability tests)

  • Grad Diary (Numerical ability test) G NEW!
  • Norton Assessment (Numerical ability test) G
  • Norton Assessment (Verbal ability test) G
  • UK Civil Service Exercises (Civil Service entrance tests) G
  • Wikijob (Verbal ability test) G
  • Numerical Test Help (Numerical tests) G NEW!
  • Numericalguru (Numerical tests & case interview/business problem solving tests) G NEW!
  • Wikijob (Numerical ability test) G
  • JP Morgan (Numerical ability test) G
  • Aptitude Tests Online (Verbal & numerical tests) G
  • Psychometrix (Verbal & numerical tests) G
  • Psychometric Institute (Verbal & numerical tests) G
  • Criterion Partnership (Verbal & numerical tests) G
  • British Army (British Army Recruit Battery - BARB test)
  • Assessment Day (Verbal, numerical & other ability tests)
  • Online Test Centre (Verbal, numerical & other ability tests) G NEW!
  • HSBC (SHL® verbal & numerical tests) G
  • University of Kent Careers Service (Verbal, numerical & diagrammatic ability tests) G
  • Aviac (Verbal, numerical, spatial & diagrammatic ability tests)
  • Psychometrics Canada (Mechanical ability test)
  • RAF (Airman & airwoman selection tests) B
  • APST (IPAS Pilot selection tests)
  • eFinancial (Numerical tests) G
  • SHL/Irish Army (Numerical test)
  • MAT Exam Practice (Analogies test)
  • Diagonal Thinking (Linear & lateral thinking tests)
  • Cogn-IQ (Variety of interesting cognitive tests - have a go!) NEW!


    Embedded figures item        Memory & accuracy item © 2008 www.cockpitweb.com

    How many triangles?              Radar vector task

  • Mensa (IQ test) S
  • High IQ Society (Selection of IQ tests)
  • GIQ Test (IQ test) S
  • IQ Test Labs (IQ test)
  • 3 Smart Cubes (IQ test)
  • Free IQ test (IQ test) NEW!
  • I & Q Group (EU IQ testing project) NEW!
  • Get IQ (National British IQ test)
  • Mental Testing (Adaptive IQ test)
  • Uncommonly Difficult IQ Tests (Very hard IQ tests!)
  • IQ Test (Information on IQ, IQ tests and practice tests) NEW!

  • Saville & Holdsworth Ltd (Ability tests & OPQ® questionnaire) G
  • Profiling for Success (Selection of questionnaires & tests) G
  • KSL Training (SHL ability test & questionnaire preparation) G
  • PreVisor (Ability tests & personality questionnaires)
  • Psychometric Success (Ability tests & personality questionnaires) G, S, B
  • TestGrid (Ability tests & personality questionnaires)
  • Click A Test (Skills assessment & personality questionnaire)
  • Psych Tests (IQ tests & personality questionnaire)

  • TalentDrain (Personality questionnaire) G, S
  • BBC/Lab UK (Personality questionnaire, linked to 'Child of our Time' programme) G, S
  • Keirsey Type Indicator (Personality Type questionnaire) S
  • 41 Q (Personality Type questionnaire) S
  • BBC Science (Personality questionnaires)
  • IPIP (Personality questionnaire) G, S
  • Team Technology (Personality Type questionnaire) S
  • Human Metrics (Personality Type questionnaire)
  • Shippensberg University (Personality questionnaire)
  • Personality Project (Personality questionnaire) G, S
  • Psychology Today (Personality & other questionnaires)
  • People Maps (Personality profiling)
  • Thomas International (DISC/PPA questionnaire)
  • Reed (Reed/Eysenck personality questionnaires) G, S
  • Signal Patterns (Personality questionnaire)
  • Psych-it (Personality questionnaire)
  • eTest (Personality questionnaire)
  • Enneagram Institute (Personality questionnaire)
  • Learn Myself (Personality questionnaire)
  • Psychologist World (Personality questionnaires)
  • Personal DNA (Personality questionnaire)
  • Matiogi (Personality questionnaire)
  • Youniverse (Visual personality questionnaire)
  • Kevan Davis (Johari window - maps personality awareness)
  • Sam Gosling (Ten item personality questionnaire)


    The 16 Psychological Types © 2009 Association for Psychological Type International        'Big Five' personality factors (OCEAN)
    What do you know about your personality?

  • Color Quiz (Personality - Luscher test - some light relief!)
  • Colour Affects (Psychological properties of colours)
  • Psychometric Shapes (Personality - 'psychogeometrics')
  • You just get me (Personality guessing 'game')
  • Innate Index (Personality questionnaire)
  • Visual DNA (Visual personality 'questionnaire')
  • Animal in You (Personality 'questionnaire')
  • SpectrumX (Personality - MI5 assessment)
  • Tarpon (YouTube video & questionnaire link)

  • Reactive 360 (Free to use 360-degree feedback/low cost appraisal system)
  • Appraisal 360 (Free 360-degree feedback test drive)
  • Track Surveys (360-degree feedback, free trial) NEW!
  • Durham University (Enterprising test) NEW!
  • Turknett Leadership Group (Emotional Intelligence questionnaire)
  • Institute for Health & Human Potential (Emotional Intelligence questionnaire)
  • Profiling for Success (Emotional Intelligence, resilience & values questionnaires) G, S
  • Adaptiv Learning (Resilience questionnaire) S
  • Resilience Scale (Resilience questionnaire) S
  • Robertson Cooper (Resilience questionnaire) NEW!
  • Ethicability (Ethics test)
  • My Skills Profile (Motivation questionnaire)
  • SRI Consulting (Values questionnaire) S
  • Octogram (Competing values questionnaire) S
  • Authentic Happiness (Happiness questionnaire)
  • Ernst & Young (Strengths questionnaire)
  • Mind Habits (Self-esteem & self-confidence tool)
  • Mental Help (Well-known anger & depression questionnaires)
  • Black Dog Institute (Personality & depression questionnaire)
  • Greco Productions/Brown University (Decision making questionnaire)
  • Carole Spiers Group (Stress questionnaire) S
  • QED Services (Conflict management questionnaire)
  • Personality Pedagogy (Locus of control questionnaire)
  • Stanford University (Zimbardo time perspective inventory)
  • Harvard University (Implicit association test)

  • EPSO (Situational Judgement Test) G
  • MOD (Situational Judgement Test) G
  • EU Training (Situational Judgement Test) G
  • Marks & Spencer (Situational Judgement Test) G
  • Aldi (Situational Judgement Test, eventually!) G
  • Canadian PSC (Situational Judgement Test) G
  • FBI (Situational Judgement Test) G
  • Civil Service Prep (Situational Judgement Test) G
  • Eversheds (Situational Judgement Test) G
  • Survey Monkey (Situational Judgement Test - Academic) G
  • Emedica (Situational Judgement Test - Medical dilemmas) G
  • Situational Testing (Situational Judgement Test - Video-based) G
  • SHL (Online interview & Situational Judgement Test) G
  • Assessment Day (Situational Judgement Test) G
  • YouTube (Situational Judgement Test - Example video item) G

  • CIPD (Assessment Centre overview) G
  • Boston Consulting Group (Consultant/Graduate case study) G
  • McKinsey Case Study (Variety of case study exercises) G
  • University of Edinburgh (In-tray exercise) G
  • Resourcing Matters (Example role play exercise) G
  • Biodiversity (Policy analysis exercise) G
  • RAF (Virtual interview - chocks away!)
  • BeMyInterviewer (Virtual interview) G
  • Monster Jobs (Virtual interview) G
  • Saville & Holdsworth Ltd (Online interview) G
  • Persona Partnership (Good list of AC exercises)
  • University of Exeter (Assessment Centre podcast) NEW!
  • Strategy Dynamics (Management 'flight' simulator)


    Mental rotation item © 2008  www.smart-kit.com

    Which cube can be assembled from the net?

  • VARK (Learning styles) S
  • Memletics (Learning styles) S
  • Study Success (Learning styles)
  • MIT (Thinking styles) S
  • Multiple Intelligences (Gardner's multiple intelligences)
  • Business Balls (Multiple intelligences)
  • Brain Technologies (Brain dominance tool & report)
  • The Guardian (Male or female brain?)
  • Career Leader (Organisational culture questionnaire)
  • The Whole System (Relational health questionnaire)
  • University of Oxford (Learning needs analysis toolkit)
  • ITAP (Team process questionnaires)
  • Team Technology (Team competencies questionnaire)
  • London Metropolitan University (Team role questionnaire)
  • DTI (Leadership questionnaire) S
  • PMSL Europe (Leadership questionnaire)
  • Centre for Coaching & Mentoring (Leadership questionnaire)
  • Arch of Leadership (Leadership questionnaire)
  • Performance for Growth (Leadership questionnaire)
  • University of Arizona (Conflict resolution questionnaire)
  • University of Edinburgh (Negotiation style questionnaire)

  • US Military (US Military ability tests)
  • Testing Room (US Ability tests & questionnaires) S
  • Out of Service (US Ability tests & questionnaires)
  • Similar Minds (US Ability tests & questionnaires)
  • Queendom (Canadian compendium of ability tests & questionnaires)

  • Career Key (US Occupational interests questionnaire) S
  • Quest Career (Occupational interests questionnaire)
  • iPersonic (Interests questionnaire)
  • My Career Calculator (Interests questionnaire)
  • What Career is Right for me (Interests questionnaire)
  • Lifeworks (US Occupational interests questionnaire) S
  • Career Zone (US Occupational interests questionnaire) S
  • O*NET (Interests questionnaire)
  • HESCAR (Interests & personality questionnaire)
  • West Associates (Career development profiler)
  • Fast Track Me (Career development & management templates)
  • Career Shifters (Expert career development & job change advice) NEW!
  • Goldsmith's College (Career & skills development tool) NEW!
  • Age & Employment Network (Advice on age & employment)

    John Holland's six career types/categories
    Which careers suit your interests?

  • CREAX (Creativity test)
  • Watizit (Creativity tool)
  • Creativity Unleashed (Creativity tool)

  • Michael Bach (77 optical illusions - not tests, but fascinating stuff!)
  • My Studiyo (Optical illusion quiz)
  • NASA GOES Project (Pink to green dot illusion)
  • Smart Glasses (Great link from my friends at the Amorita Charter School) NEW!

  • Mind Bluff (How fast do you read?) NEW!

  • Little Lab (Fascinating stuff on personality & faces)
  • Six Seconds (Emotoscope - feeling finder)
  • Dumb (Music-visual test)
  • Cognitive Fun (Stroop - split attention - test)
  • BBC Science & Nature (Psychology of Deception - Spot the fake smile)
  • Mind Surveys/Harvard University (What's it like to have a mind? - Curious stuff)
  • Hanover College - US (Psychological experiments on the Net)
  • Online Research Consortium (Personality via content analysis of handwriting)

  • Quiz Moz (Design & publish your own {simple} test or questionnaire)
  • Quiz Tron (Design & publish your own {simple} test or questionnaire).

    Teacher training. The QTS tests for UK training programmes:

  • TDA (Interactive literacy & numeracy practice material) B
  • Mind Play (Reading aptitude test, levels 2-10)
  • Read-able (Readability test tool).

    University Admissions Tests. Practice tests & questions, practice papers, preparation and revision for the UKCAT, LNAT & BMAT:

  • UK Clinical Aptitude Test (UKCAT) U
  • Wikipedia (UKCAT history & links)
  • Cambridge Assessment (BMAT, TSA, UniTest) U
  • University College London (BMAT practice test) U
  • National Admissions Test for Law (LNAT) U
  • Law School Admission Council (Useful LSAT practice) U
  • Personal Qualities Assessment (PQA)
  • Graduate Medical School Admissions Test (GAMSAT)
  • Ozimed (GAMSAT practice)
  • Health Professionals Aptitude Test (HPAT)
  • Test Preview (GMAT) U
  • Oxford University Mathematics Institute (Useful maths practice)
  • Oxford University (Specimen admissions tests) U
  • Supporting Professionalism in Admissions (Review of all admissions tests)
  • Medical College Admission Test (MCAT - US medical schools entrance)
  • Ashbourne College (Want to be a doctor? Read this)

  • Tutor Hunt (Need help & extra tuition? Free tutor finding service)
  • Tutors4Me (Find private tutors {no fee} in a range of academic subjects)
  • Maths tutor online (Excellent one-to-one online maths tutor service). NEW!

  • A number of people have contacted me to say that they have 'road tested' the following books which are particularly helpful for applicants to medical school.

    All are available from Amazon, but make sure you buy the latest editions! Some, such as Getting into Medical School, are revised each year.

  • Career in Medicine: Do you have what it takes? by Rameen Shakur
  • Getting into Medical School by James Burnett
  • Medical School Interviews by George Lee & Olivier Picard
  • The Insiders' Guide to UK Medical Schools by Sally Girgis et al. For all these medical books, and more, go to my secure Amazon bookstore.


  • Job sites. A selection of useful job boards & information sources:

  • JobTop (Job search engine - collects info from job boards, companies & web ) NEW!
  • Agency Central (#1 Online directory of recruitment agencies)
  • Graduate Recruitment Bureau (Leading graduate recruitment agency)
  • AllAboutCareers.com (Graduate schemes, internships & apprenticeships)
  • AllAboutLaw.co.uk (Law careers) NEW!
  • Prospects (The 'Official' graduate careers website)
  • Milkround (Specialist graduate jobs site)
  • Graduate Links (Graduate recruitment agency) NEW!
  • Gradplus (Specialist graduate jobs site)
  • The Big Choice (Graduate jobs site)
  • The Graduate Job (Graduate jobs site)
  • Workthing (The Guardian jobs site)
  • Careerjet (UK job search engine)
  • Indeed (Job search engine - 'one search. all jobs') NEW!
  • Experteer (Sophisticated search for jobs £50K+) NEW!
  • Jooble (All jobs across the UK) NEW!
  • JobHits (Jobs by JobHits) NEW!
  • Guernsey Job Site (Specialist jobs site based in Guernsey) NEW!
  • Euro Graduate (European graduate jobs)
  • Association of Graduate Recruiters (Collective voice of UK graduate recruiters)
  • Wikijob (Excellent resource & online community for graduate job hunters) NEW!
  • CV Boosters (Job hunting resources for prospective bankers & consultants) NEW!
  • TipTopJob (Good generic site covering 35 industry sectors) NEW!
  • UK Jobsnet (Easy way to find latest UK vacancies) NEW!
  • Gradcracker (Engineering jobs)
  • My Catering Jobs (UK hotel, bar, restaurant, pub & chef jobs) NEW!
  • Psychology Degree Guide (Fantastic dbase of US psychology degree courses) NEW!
  • High Fliers (Graduate jobs market 2011/2012)
  • Grad Diary (Graduate jobs & internships!) NEW!
  • Job Interview Questions (Interview tips, skills & advice) NEW!
  • Job Applications (More interview tips, skills & advice). NEW!
    Match Up

    Match each word in the left column with its synonym on the right. When finished, click Answer to see the results. Good luck!

     


    General. Some sites that contain articles on all things psychometric, plus brain training:

  • European Test Publishing Group (A-Z of testing) NEW!
  • Wikia Education (General psychometric resource)
  • Liam Healy (General psychometric resource, incls. example tests) NEW!
  • Psychometric Institute (General psychometric resource, incls. example tests) NEW!
  • About Intelligence (All you need to know about intelligence) NEW!
  • The Guardian (Are we too clever for our own good?)
  • Hay Group (Fantastic EI & leadership podcasts/vodcasts)
  • Changing Minds (Personality & a great deal more!)
  • Wikipedia (Good introduction to the Big Five personality traits)
  • APA (Personality and job satisfaction)
  • International Personality Item Pool (Personality items)
  • Myers & Briggs Foundation (Basic introduction to psychological 'type')
  • Business Balls (Good background material on main personality theories)
  • Team Technology (Great articles on team building, personality, leadership etc)
  • Hogan Assessment Systems (Article in defence of personality assessment)
  • Goliath (Do tests work? Predictive validity of ability tests)
  • US Office of Personnel Management (Incremental validity of tests)
  • Scientific American Mind (Good articles on intelligence, brain function etc)
  • Cambridge University Press (Useful introduction to critical thinking)
  • Critical Thinking Community (More stuff on history & development of critical thinking)
  • People Management (Future of testing)
  • Talent Q (ROI calculator)
  • Talent Q (Excellent article on financial benefits of objective assessment)
  • Oxford Psychologists Press (Useful articles + value of psychometrics)
  • Onrec (Online recruitment magazine)

  • Neuroarcade (Free brain training) NEW!
  • Funky Fogey Brain Gym (Brain training)
  • Lumosity (Brain training)
  • Brain Metrix (Brain training)
  • Braingle (Brain training)
  • Games for the Brain (Brain training)
  • Sharp Brains (Brain training)
  • Brainist (Brain training)
  • Smart Kit (Brain gym/training).

    Want more tests? Custom Search is set-up to find extra sites and is 'tuned' to relevant keywords (opens in separate window, click on browser 'back' button to return to this page).

    Custom Search


    More about this page. The list on this page was compiled by Dr. Mark Parkinson. Mark is a Business Psychologist and test & questionnaire designer. He advises businesses, not-for-profit organisations and universities on assessment, selection and development matters.

    For the more technically minded many online tests are distributed by the Performance Assessment Network (Pan). So if you're interested in psychometric testing and using tests & questionnaires in a professional context this is a good place to start. However bear in mind that reputable tests are only available to trained individuals. Details from the BPS Online Testing Centre . Also if you would like to know how psychologists or employers link personal attributes to assessment methods, look at the Rapid Assessment or US Office of Personnel Management websites; and for those interested in becoming a management consultant, try Consultancy Links.

    Report a broken link, or a new site that you would like to see listed. Number of sites = 322.

    Note. You can change the size of the text on this page using your Ctrl and + or - keys.

    Webmasters. To have a site considered for inclusion it must contain some free and/or obviously useful practice material. It is also usual for a reciprocal link to be made to this web page.

    Disclaimer. Mark does not control the contents of the sites listed and all links are provided in good faith. Those that are listed were found to contain useful practice tests, questionnaires or other material at the time of their inclusion. No guarantee can be given with regard to current contents or affiliations. The fact that a link to a website, or other resource, is included, does not constitute a professional recommendation.

    ® The Myers-Briggs Type Indicator (MBTI) is a registered trademark of the Myers-Briggs Indicator Trust. The UK distributor of the MBTI is Oxford Psychologists Press (OPP) Ltd. The Occupational Personality Questionnaire (OPQ) is a registered trademark of Saville & Holdsworth Ltd (SHL). Wave is a registered trademark of Saville Consulting.

    ‡The magnitude of the correlation is influenced by the accuracy of the measures. Work-based criterion measures are often relatively innacurate or limited leading to what look like modest correlations (eg: 0.5); but if you compare with accurate measures, say, another test, the correlation can be much higher, often in the region of 0.8. Also see this article on incremental validity.

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